Sustainability of Kaizen Events and HR Outcomes

This assignment explores the long-term effects (sustainability) of Kaizen events on human resource outcomes within organizations. It delves into an empirical study analyzing the relationship between Kaizen implementation and various HR metrics like employee engagement, performance, and retention. The analysis draws upon established theories of organizational learning, human capital development, and the role of leadership in fostering a culture of continuous improvement.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
1.1) Different learning styles.......................................................................................................3
1.2) Role of learning curve and importance of transferring learnings........................................5
1.3) Contribution of learning styles and theories in planning and designing..............................6
TASK2.............................................................................................................................................7
2.1) Comparing the training needs of different level of staff......................................................7
2.2) Advantages and disadvantages of training method used in firm.........................................8
2.3) Systematic approach to plan training and development a training event.........................10
TASK3...........................................................................................................................................11
3.1) Preparing the evaluation using suitable techniques...........................................................11
3.2) Evaluation of the training event.........................................................................................11
3.3)Success of the evaluation of the used method....................................................................12
TASK4 .........................................................................................................................................13
4.1) Role of government in training and development of the employees.................................13
4 .2)Impact of development of competency upon public and private sectors..........................14
4.3)Contemporary training initiatives introduced by Government of UK................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
In an organisation the vital role is played by the manpower working there as because they
are the people who carries out each and every work of the organisation in the effective and
appropriate manner. Human resources development is the tool and techniques which is used by
the firm to aid the manpower to enhance the skills and ability to perform in the best effective
manner (Armstrong and Taylor, 2014). Hence it is very necessary for the organisation to take
proper care of the employees of the firm and also to train them and inform each and every
message and information to them.
There are many methods through which the firm can improve the knowledge and the
capabilities of the existing as well as the new employees of the organisation. Sun Court
residential homes limited are the providers of the care homes in the different locality, where the
old age people are to be provided various services and accommodations. The organisation never
had a proper and well planned and trained human resources development functions, hence now it
is planning to avail their employees the training and development sessions. So it is making
contract with a well known HR consultancy “People 'R' Us”
TASK1
1.1) Different learning styles.
As the market is very competitive hence it become very essential for the firm to make
their employees and the firm as effective that they can compete the situation of the market.
Facing the problems and issues related to the current market condition the employees must be
having the skills and techniques for that. This can only be attained with the help of the training
and development tools, before that it is very necessary for the firm to understand the different
learning style so that the most effective can be executed for the employees of Sun Court limited
(Bratton and Gold, 2012). According to Peter Honey and Alan Mumford there are four basic
styles of learning through which the people at the working place can be learn and enhance their
skills and knowledge, they are as follows-

 Activist learning style- This types of learning styles are referred to those employees who
involves themselves in the continuously growing and changing phases (Boxall and
Purcell, 2011). These employees experiments with the different activities so as to
improve their own qualities and skills. Within very less time period these employees
change themselves from one experience to another experiences. As the firm has to cope
up with the market situations they implement various changes in the operations and
policies of the firm, these types of changes are very effectively adapted by the employees
as they like to work in the challenges and changing environment. But the issue that these
employees or learners faces that they can't work in any specific skilled areas as they want
different types of responsibilities and tasks.
 Pragmatist learning style- The pragmatist are the type of learner who are very practical
people and they are very flexible, they like to accept the challenges and what so ever
opportunities are there, these employees like to accept them. The employees make
decisions through learning and experiences that they face in the work place (Daley,
2012). They are always ready to accept the responsibilities and according to that they
mould themselves and improve their skills.
 Reflectors learning styles- Reflectors are the kind of learners who are slow in terms of
improving and developing and also they take lot of time in judging various as they are

more focus on spending their times in data collection, analysis and theory findings. They
do not take initiatives and does not participate actively in various activities of the
organisation, they just sit back and search for the opportunity (De Vos, De Hauw and
Van der Heijden, 2011). They are effective but not efficient in making the decisions.
 Theorist Learning styles- The theorists are the employees who are more logical and they
make their decisions after proper study of the theories and logical aspects. They are very
rationale and analytical people, the decisions that they make does not rely upon the past
learning and experiences they use to make their decisions on the basis of the current
situation's study.
1.2) Role of learning curve and importance of transferring learnings.
Learning curve is the process through which the employees of the organisation can be
able to improve their skills and abilities in the continuous manner. This process can be attained
by facing many of the experiences. The learning curve has its impact upon each and every aspect
of the learning as because it shows the record of the performances that the employees are doing
in the organisation. The learning that is been imparted have to be transferred and have to be
performed in the real world then only it is said to be as effective otherwise there is no use of the
aspects that the organisation and the op level management has done to the employees of the firm.
Learning curve is a very important element in the firm as it helps in the continuous
growth and development of each and every task that is been performed by the manpower
(Flamholtz, 2012). It helps the employees to more consider upon their improvement of the skills
and knowledge, also in building their own values and setting up the career path.

To improve them knowledge and the skills of the employees the management of the firm will
provide them the practical experiences and various platforms are availed to them many
opportunities are also provided to the man power of the Sun Court limited. The diagram shows
the increase in the performances of the employees as per their traits and skills with the help of
the training and development part (Fowler, 2013).
Importance of transferring of the learning at the workplace-
 Helps in adding value- The basic and the prime objective of this tools is to add the value
to the firm or the company. Hence, it is very essential to transfer the learning at the
workplace, if this is not done then the value of the firm can not the generated.
 Effective use of funds- The Learning is the process in which the firm has to invest a lot of
money, but if the learning is not transferred then the invested money can not be
effectively used and the money get wastage.
 Facing the challenges- The learning method will help the employees in facing the several
problems and issues related to the operations and activities. It will improve the level of
performances of the employees. What all are the challenges faced by the employees can
be effectively resolved by them.
1.3) Contribution of learning styles and theories in planning and designing.
The main aim of the learning styles are to train the employees to enhance their skills and
knowledge to perform in the best and effective manner. The theories of learning provides the
framework of the objectives and the requirements of the learning. This style is indulged so that
the task that are given to the employees can be effectively attained by them. There are various
aspects that are related to the learning styles in the organisation, the most important factors is the
motivational factors. As to motivate the employees the learning, training and the development
methodology has a great contribution (Gangani, McLean and Braden, 2006). Following are the
aspects that has to be focused-
 Behaviourism- It is the situation where the learners of the firm have to react on several
external environment. This is the theory which defines that the behaviour is a habit which
can be learned according to the situation, the internal and the external environment of the
firm plays a very important role in the change of the behaviour of the employees. It is the
process of learning of long time period and it can shaped according to the situation of the

organisation both externally and internally. It is one of the most important factors and
consideration of the learning process.
 Cognitive learning- This is the method through which the thinking, processing of the
information, perceiving and the ability of solving the problems of the individuals and
identified. This method can vary employees to employee and person to person. But the
process of the learning will not get changes in the employees also there will be no effect
on the learning (Glover, Farris and Doolen, 2011). Hence the Sun Court Limited will
prepare and design various learning style according to the employees of the firm.
To plan and design the learning event the the organisation must consider the options of learning
which has been prioritize by the manpower of the firm, then only the effectiveness of the
program can be attained.
TASK2
2.1) Comparing the training needs of different level of staff.
Training needs of the employees are not at all similar, at every level and in different
departments the employees are to be trained according to the required skills, knowledge and
efficiency. The staffs are very important element of the organisation and their responsibilities
towards the firm is also very high and important. They have various roles and responsibilities
towards the objectives and aims of the firm. Hence it is very necessary to avail the training and
the learning process according to the needs of the employees (Knowles, Holton III and Swanson,
2014). Unnecessary wastage of the invested money can be a problem for the firm therefore, the
management team has to mainly focus upon those areas of the employees which has to be
improved and developed. The different types of training styles that are required in the different
level of the firm are very essential so that it will create a healthy working environment for all the
staffs working in the Sun Court Limited.
Management level Customers service level Operational level
 At this level the
practical knowledge
are availed to the
employees so that they
can build up their
 The queue
management are to be
trained to the
employees at this level
as they are very helpful
 At this level the
management team will
so performance
appraisal and review
methodology of the

skills, decision making
and ability of working
in a team.
 The off the job training
programs as well as the
work shops are also
organised so that the
skills can get enhanced
and also the evaluation
process of the
performances can be
carried out.
to understand the
circumstances and to
reduces the time of
waiting (Lengnick-
Hall, Beck and
Lengnick-Hall, 2011).
The training are
provided to manage the
queues in the most
effective ways.
 The expert solutions
are provided to them so
that the employees can
be very effectively
serve the customers
and the clients of the
firm.
line managers so that
they can be motivated
to perform in the
efficient and effective
manner.
 The cost minimisation
approach can be
understood in this level
so that the employees
can create the value of
the organisation in the
competitive market.
Therefore there are number of requirements and needs that are to be understood by the
organisation to carry out the learning process in most effective and appropriate manner. At every
level the requirement of the training and learning is very contrasting to each other although at
each level the motive is to enhance and improve the skills and the knowledge of the employees
so as to perform in better way.
2.2) Advantages and disadvantages of training method used in firm.
Sun Court Limited is providing various training method to its employees with the help of
People R Us consultancy firm. They are providing coaching and counselling to its employees to
improve and understand their through and view point for the given task as well as for the
organisation (Maon, Lindgreen and Swaen, 2010). The performance appraisal of the employees
are carried out so that their improvement level of the performances for the task can be analysed
and evaluated. The most effective tools of the training are availed to the employees of the Sun
Court Limited so that they( the employees) can enhance and improve their performances, skills
and capabilities. The improved skills can be very beneficial for the employees of the firm as well

as can be very helpful for the organisation to carry out its operations effectively with the
employees fruitful efforts.
Methods of training Advantage Disadvantage
Performance
appraisal
Performance appraisal is a very helpful
method as it helps the employees to check
out their skills and the capabilities. It will
also help the employees to find out what
all are their exact competencies and what
all are the areas which has to be worked
upon (Obiwuru, Okwu and Nwankwere,
2011). The set standards to meet the skills
and the knowledge can also be able to
attained with the help of this training
method.
This training method will
demotivate those employees
who are not able to effectively
able to perform the tasks. The
demotivation of the employees
occurs due to the feeling of
disgrace.
Role playing This is the training method through which
the employees of the organisation can be
able to know the way to get success in the
different roles of the management and
how to carry out their responsibilities and
duties in terms of their profiles in the firm.
This will affect the though
process of the employees as
they feel reluctant and they
feel nervous about the new
roles and task that are given to
them in the firm. They get
hesitated from the new
changes.
Discussion It is the method where the employees of
the firm and manager can have a one on
one discussion with each other. This will
help them to build up their own
knowledge and they can also get the
opportunity to develop career plans.
The drawback at this level is
the negative role of the
manager in the discussion. It is
very necessary for the
managers to be supportive for
the aspects of the employees
(Ployhart, Van Iddekinge and
MacKenzie, 2011).

Coaching Here the employees performances can be
assessed and the areas where the
improvements are needed can be
suggested by the managers to the
employees
It is very necessary for the
managers to to the assessing
part with out any kind of
biased way, it should be very
accurate, else it can give a
negative impact in the
development of the employees.
2.3) Systematic approach to plan training and development a training event.
A systematic approach of the firm to plan training and development of the employees is
to follow the several stages in an effective manner (Progoulaki and Theotokas, 2010). It is
basically an approach through which the firm starts the plan with the aims and objectives and
ends with the success of the plan implemented. Aims- The main aim of the firm to serve the customers of the care home of the old age
people of the age of 50 and above. By training the employees of the firm it become
effective aspect for the Sun Court Limited to more focus on the services of the customers
and this will lead to cost reductions and profit maximisation. Setting needs of training- The firm has understood the problem that the employees are
not able to serve the customers in the effective manner. The care homes provider is the
company therefore it is very essential to avail the services to the customers in the most
effective manner. If this will not done then the aims of the firm can not be able to get
attained. Therefore the management of the organisation has to conduct different types of
training for the employees to enhance their abilities and capabilities. Designing training strategy- With the help of the coaching and the workshops the
employees are trained for the specific areas where the training is needed (Werner and
DeSimone, 2011). As to design the training and the development session for the
employees the proper budget plans and the proper resource allocations are to be
considered.
 Implementing the program- At last the firm has to effectively carry out the training
program which must cover all the aspects that are to be focused of the employees to
improve.

TASK3
3.1) Preparing the evaluation using suitable techniques.
As to evaluate the result of the training, the top level management will use the various
techniques to analyse the effectiveness and the efficiency of the training events. The manager
will wish to know the effectiveness and the success of the conducted training program, therefore
they will assess the various factors, cost, benefits and the elements (Youndt and Snell, 2004).
The training event must attain the five different stages then only it can be called as a successful
event, they are as follows-
1. Need assessment- This basically answer to the question of the exact problem that are
faced by the organisation. This will answer to the question of is there any requirement of
the training session for the employees or not.
2. Monitoring and accountability- This is the stage where it is been defined in appropriate
manner that who all are the participants of the session and what all are the things that has
to be served.
3. Program clarification- This is the third stage of the five tiered approach where the events
effectiveness can be identified and what more can be added is been recognised here.
4. Progress-This is the stage where the progress of the employee performances are
evaluated. The training given to those employees are evaluated with their performance
and results of their works.
5. Program impact- This is the approach which helps the firm to evaluate the consequences
and impact for the long term basis.
3.2) Evaluation of the training event.
The management and the HR manager can evaluate the effectiveness of the training event
that is been carried by the firm for the development of the skills and knowledge of the
employees. There are few methods and tools with which the firm can be able to evaluate the
event of the training-
 Satisfaction and participants reactions
It is the method through which the mangers can be effectively able to understand the impact of
the training session on the employees (Zakuan, Yusof and Shaharoun, 2010). The level of the
satisfaction of the employees can showcase the effectiveness of the training that has been

conducted by the firm for the enhancement and improvement of the skills and the knowledge of
the employees. The reactions of the employees on their performances can show the training was
effective or not.
 Knowledge acquisition
Through this method the managers can be able to understand the knowledge level of the
employees by the question answer round that can be conducted by the manager with those
employees who have participated in the training session of the firm.
 Behavioural application
this is the approach through which the firm can be able to see the changes in the behaviour of the
employees after the training session as been covered by the managers (Zhang, Zhang and Huo,
2010). The improvement and the level of the confidence can be seen improved and increased
which can be a positive sign for the firm as to carry out the operations of the Sun Court limited.
 Measurable Business improvements
The overall improvement in the operations of the business are the resultant that the firm can
notice that has been taken place by the training session that was conducted by the firm, as to
develop the effectiveness of the availing of the services to the customers by the employees.
 Measuring the standards or benchmark
This way the Sun Court Limited can measure the actual performances and the set standards, the
difference and the variances between the actual and the planned operations can be identified and
the effectiveness of the training can be evaluated.
3.3)Success of the evaluation of the used method.
The use of the five tiered evaluation method was very effective for the firm to
development of the skills and the performances of the employees in the real world scenario. The
evaluation techniques helped the firm to sort out the differences between the expected and the
actual benefits of the training to the employees of the Sun Court limited (Armstrong and Taylor,
2014). Many activities were carried out in the training session of the organisation this has direct
impact on the performances and the operations of the firm as well as the employees. The
employees has developed their skills and the effectiveness of their has been enhanced in the
operations and the activities.

The firm has also tried to the various improving factors related to the logical aspects of
the business, which has helped the result of the input in very beneficial manner and the growth
and the development as well as the sustainability of the firm also get assured. The satisfaction
reaction of the employees has helped to understand the inner feeling as the outcome of the
conducted training. The training has been carried out for the development of both the operations
of the organisation as well as the enhancement of the employees performances (Boxall and
Purcell, 2011). Therefore the implication of the training methodologies has been very beneficial
for the employees and also to the organisation.
TASK4
4.1) Role of government in training and development of the employees.
Government of the nation is very supportively helping the organisation as to attain the
effectiveness in the operations of the firm and therefore they are also providing help to the
training and development of the company. Generation Of Different Public Norms: government can use its tools and techniques to
reach huge number of public to initiate the program of training and development. Formulation Of HR Policy For All: A country's government formulated an HR policy
according to which each and every company in that country has to operate which states
that training and development with learning is necessary for each and every company's
employees. Provides Fund: The government reserves fund and regulates it to market by dividing it in
various sectors as subsidies for training and development of the people in the country
who are working in any company in that country (Bratton and Gold, 2012). Promotion Of HR Study: HR management is a study which is promoted among the
people of the country to have best HR practices which also includes learning, training and
development.
 Creating A Favourable Working Environment: A government creates legal rules and
regulation so as to have fair practices in business which creates a positive environment
for the employee to learn and excel the knowledge.

4 .2)Impact of development of competency upon public and private sectors.
Competency is the ability and the capability to attain the objectives and aims of the
assigned task or work. To attain the requirements of the job it is very essential for the employees
to have certain skills and knowledge. The impact of the competencies do lie upon the private and
public sectors. In the public sector the competency has become the most important part as
because the effectiveness in the operations of the firm can be attained (Daley, 2012). Hence the
public sector firms are continuously focusing on the training and development processes of the
employees so that they can carry out their works in the most effective manner. They also provide
the learning curves to improve the skills and the knowledge of their employees in routine
manner.
The private sectors are also investing a lot of money to the development of the
competencies of the employees as to attain the competitive advantages in the market. As to avoid
the poor service quality and delay in time to serve the customers hence the training and
enhancement of the competencies are done. The UK government has adapted this strategy at the
time of the recession.
4.3)Contemporary training initiatives introduced by Government of UK.
The government of UK has adapted various training methods so as to provide the training
and development activities to the small and medium enterprises. The contemporary training
initiatives have a very positive impact on the development of operations of the firm in the
competitive market. The economy of the nation get directly affected by the performances of the
employees of the different firm, therefore the government is designing various new methods of
training and development that can help the employees to perform their tasks in the best and
effective manner. This will help the employees to learn and adapt the upcoming changing
environment (De Vos, De Hauw and Van der Heijden, 2011).
The training is basically initiated by the government of the nation so as to attain the
expectations of the clients and the customers, prospects and the demand of the market. The
adaptability by the employees of the firm become very quick and faster. The contemporary
training initiatives by the government of the nation has really provided help to both public and
private sectors organisations of the country.

CONCLUSION
In this assignment report different styles of learning has been studied and also the
learning curve. The importance of the transfer of the learning has to be done at the work place,
the contribution of the learning styles and different theories during the planning and designing of
the learning event has also been carried out in this report. The training needed by the staffs of the
firm at different levels has been understood and the positive and negative impact of the methods
of training upon the employees are concluded here. The government's role and their initiatives in
the training and development has been understood in this report study.

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